Recruitment in complex times

Fit-to-role, clarity, & VUCA skills

Strong predictors of senior & executive recruitment success

  • decision-making under complexity — employing a range of decision-making tools and skills to design effective decision-making processes for complex situations.
  • contextual thinking — being predisposed to think contextually, being able to identify the contexts that are most likely to matter in a given situation and determine how these contexts relate to a particular situation.
  • collaboration — understanding the value of collaboration, being equipped with the tools and skills required for collaboration, and being able to determine the level of collaboration that’s appropriate for a particular decision-making context.

Fit-to-role

Getting fit-to-role right increases well-being, engagement, effectiveness, and productivity. Our approach to role fit pairs an assessment of the complexity of an individual’s thinking — when applied to a wicked real-world workplace scenario — with an analysis of the complexity of a particular workplace role.

Fit-to-role for 8 candidates
  • An existing team is more likely to embrace candidates who are performing in the sweet spot. Sweet spot candidates are likely to welcome support and mentoring, which makes it easier to integrate them into an existing team than it is to integrate candidates performing at higher levels, who may be viewed as competitors.

The first cut

Based on the results shown above, it’s easy to decide who will advance to the next step in this process. Red circles mean, “This person is a poor fit to the complexity demands of this role.” Therefore, candidates with red circles should be eliminated from consideration for this role. Celia, Amar, Chilemba, and Jae-Eun, just don’t fit.

Results for eliminated candidates

The second cut

The first cut left us with 4 candidates that met basic fit-to-role qualifications, Jewel, YiYu, Alistair, and Martin. The next step is to find out if their Clarity and VUCA scores are good enough for this role.

What’s next?

Let’s assume that, Jewel, YiYu, and Alistair move to the next step in the recruitment process. Once the number of candidates has been winnowed down to this point, it’s a good time to administer personality or culture fit assessments, conduct team evaluations, view candidate presentations, or conduct interviews. You already know the candidates are equipped with adequate to excellent mental skills and fit-to-role. From here, it’s all about which candidate you think is likely to fit in to your team.

Award-winning educator, scholar, & consultant, Dr. Theo Dawson, discusses a wide range of topics related to learning and development.

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